Human Resource Information Systems (HRIS)

1. conduct salary surveys and analyse compensation data to ensure competitiveness and equity within the organisation. 2. administer employee benefits programs, including health insurance, retirement plans, and other fringe benefits, ensuring compliance with legal requirements. 3. evaluate job positions and recommend salary grades and ranges based on job analysis and evaluation methodologies. 4. assist in developing and implementing compensation plans and policies, including incentive programs and merit increases. 5. provide guidance and support to management and employees on compensation and benefits-related inquiries. 6. monitor industry trends and best practices to recommend improvements in compensation and benefits programs. 7. collaborate with HR and finance teams to manage budgetary considerations related to compensation and benefits. 8. conduct cost analysis and modeling for new compensation and benefits initiatives. 9. ensure compliance with federal, state, and local regulations governing compensation and benefits programs. 10. educate employees on compensation and benefits programs, including conducting workshops and seminars.

1. Develop and implement diversity and inclusion strategies aligned with organisational goals. 2. Design and deliver training programs to promote diversity awareness and cultural competence among employees. 3. Track and analyse diversity metrics to assess progress and identify areas for improvement. 4. Collaborate with external organisations and community groups to support diversity initiatives and promote inclusive practices. 5. Conduct regular assessments and audits of company policies, practices, and culture to ensure they are inclusive and equitable. 6. Provide guidance and support to employee resource groups (ERGs) and diversity councils. 7. Create and manage communication campaigns to raise awareness about diversity and inclusion efforts within the organisation. 8. Develop recruitment and retention strategies to attract and retain a diverse workforce. 9. Advise leadership on best practices for fostering an inclusive workplace environment. 10. Monitor and ensure compliance with diversity-related regulations and reporting requirements.

1. Ensuring accurate data entry, system updates, and user support. 2. Analyse HR data and generate reports to support HR decision-making and strategic planning initiatives. 3. Provide training to HR staff and end-users on Human Resource Information Systems (HRIS) functionality and best practices for data management. 4. Collaborate with IT teams to integrate HRIS with other organisational systems and ensure data integrity and security. 5. Collect, analyse, and interpret HR data to identify trends, patterns, and insights that inform strategic decision-making. 6. Develop and generate regular and ad-hoc reports and dashboards to support HR initiatives and business operations. 7. Create visualisations (charts, graphs, etc.) to effectively communicate hr metrics and trends to stakeholders. 8. Ensure data accuracy, integrity, and compliance with data privacy regulations through regular audits and quality checks. 9. Monitor system performance and troubleshoot issues, providing timely resolutions to minimise disruptions. 10. Participate in the selection and implementation of new hris software and upgrades, ensuring alignment with organisational needs and goals.

1. Oversee employee relations activities, including conflict resolution, employee counseling, and fostering a positive work environment. 2. Develop and implement recruitment strategies, manage the hiring process, and ensure compliance with employment laws and regulations. 3. Implement performance management systems, conduct performance reviews, and provide guidance on performance improvement. 4. Plan and coordinate employee training and development programs to enhance skills and competencies aligned with organisational goals. 5. Collaborate with senior management to align HR strategy with overall business objectives and goals. 6. Lead and manage HR projects and initiatives, such as organisational restructuring, mergers, or system implementations. 7. Analyse HR metrics and trends to identify opportunities for process improvement and strategic HR interventions. 8. Ensure HR policies and practices are updated and communicated effectively across the organisation. 9. Oversee compensation and benefits administration, ensuring competitive and equitable pay practices. 10. Mentor and develop HR staff, fostering a high-performance culture and promoting professional growth.

1. Design and implement comprehensive performance evaluation processes to assess employee and system performance, providing actionable feedback aligned with organizational objectives. 2. Facilitate goal-setting processes to align individual, team, and system goals with overall business strategies, ensuring clarity and consistency across departments. 3. Analyze performance data to identify trends, strengths, and areas for improvement across teams and departments, driving continuous improvement and informed decision-making. 4. Develop, implement, and monitor performance improvement plans (PIPs) to address underperformance issues and support employee and system development. 5. Conduct training sessions and workshops for managers and employees on performance management best practices, ensuring effective evaluation and feedback mechanisms. 6. Lead or participate in cross-functional teams to implement process or system improvements, utilizing agile methods to enhance performance and optimize system solutions. 7. Collaborate with HR and management teams to ensure consistency, fairness, and alignment with industry standards in performance evaluations and processes. 8. Implement and manage performance recognition and reward programs to incentivize high performance, fostering a culture of excellence and achievement. 9. Ensure robust risk management by overseeing the management of change (MOC) processes and monitoring performance targets, contributing to organizational capability and compliance with health, safety, and security standards. 10. Coordinate knowledge-sharing sessions and mentoring programs, leveraging successful performance strategies and best practices both within and outside the organization to drive continuous improvement.

1. develop and implement strategies for sourcing, attracting, and hiring top talent to meet organisational needs. 2. facilitate succession planning initiatives by identifying and developing high-potential employees for key roles. 3. implement performance management processes and tools to assess, develop, and retain talent. 4. design and deliver training and development programs to enhance employee skills and competencies. 5. conduct talent assessments and gap analyses to identify strengths and areas for development within the organisation. 6. collaborate with HR and business leaders to create career development plans for employees. 7. monitor and analyse workforce trends and demographics to inform talent management strategies. 8. design and execute employer branding initiatives to attract and retain top talent. 9. evaluate and recommend talent management technologies and systems to support strategic objectives. 10. measure and report on key talent metrics, such as retention rates and employee satisfaction, to senior management.